This is probably the one strategy – and the one responsibility - that many bosses dread the most. Too many really nice employers don’t do a good job of being direct, thinking they are being kind by procrastinating a confrontation of a significant performance problem. They tell poor performers that they are “satisfactory” or perhaps that they “need improvement,” rather than letting them know that their role at the company is actually in jeopardy. What they don't realize is that what they fail to confront clearly, they condone.  It can be taken as tacit approval.  Though the intention may be to be kind, it's really a disservice to the employee to either avoid or water down a needed confrontation.  It also can create a liability no emloyer wants.

 

Great employees complain that “dead wood” isn’t dealt with about as much as anything that bothers them in the workplace. They do not understand why real performance and behavioral problems are tolerated. They are not sure if the boss is approving the behavior or even aware of it, and it undermines their respect for the leader. Failure to address the difficult employees actually jeopardizes the retention of the great employees that employers want, while retaining the problem ones they would be better off without.

 

Open Door HR Solutions helps employers be very clear about the values and norms that are expected in the workplace, as well as the non-negotiables.  We provide training for supervisors to prepare them for skillfully dealing with difficult employee issues.  We implement a “Confrontation Model” designed to help employers be direct and thorough when bringing correction.  Our goal is to see the behavior modified and the performance improved. If that does not occur, Open Door HR Solutions will assist employers in creating exit strategies for the difficult employee.
 
We do not practice law, but we do help employers identify attorneys who specialize in employment law, who can advise and represent them if needed.